Policy Text
CATEGORY DATE ADOPTED LAST REVIEW
3 1/24/2011 12/2/2024
TUSTIN POLICE DEPARTMENT GENERAL ORDERS
______ _____________________ ________
1002 - Evaluation of Full-Time Employees 1 POLICY 1002 EVALUATION OF FULL -TIME EMPLOYEES
1002.1 PURPOSE AND SCOPE
The Department’s employee performance evaluation system is designed to record work
performance for both the Department and the full-time employee , providing recognition for good
work , and developing a guide for improvement .
1002.1.1 ACCREDITATION STANDARDS
This section pertains to the following CALEA Standards: 4.3.4, 11.3.2 , 12.2.1, 16.3.8, 31.5.8,
32.2.10, 33.1.5 , 35.1.1 , 35.1.2 , 35.1.3, 35.1.4 , 35.1.5 , 35.1.6 , 35.1.7 , 35.1.8 , 35.1.9
1002.2 POLICY
The Tustin Police Department utilizes a performance evaluation report to measure performance
and to use as a factor in making personnel decisions that relate to merit increases, promotion,
reassignment, discipline, demotion and termination. The evaluation report is intended to serve as
a guide for work planning and review by the supervisor and employee. It gives supervisors a way
to create an objective history of work performance based on job standards.
The Department evaluates employees in a non -discriminatory manner based upon job -related
factors specific to the employee’s position, without regard to sex, race, color, national origin,
religion, age, disability or other protected classes.
1002.3 EVALUATION FREQUENCY
Full-time employees are evaluated based on the following chart:
Full-time Position Evaluated
Every
6 Months Evaluated
Yearly Length of
Probation
Probationary Sworn Employees
(Probationary sworn employees in field training are
evaluated daily) X X 18 months
Probationary Civilian Employees (Some positions
may have daily evaluations while training.) X X 12 months
Probationary Communications Officer (May have
daily evaluations while training.) X X 18 months
Non-Probationary Sworn Employees n/a X n/a
Non-Probationary Civilian Employees n/a X n/a
1002.4 FULL TIME - PROBATIONARY PERSONNEL
Civilian personnel , with the exception of Communications Officers, are on probation for 12
months before being eligible for certification as permanent employees. A performance evaluation
CATEGORY DATE ADOPTED LAST REVIEW
3 1/24/2011 12/2/2024
TUSTIN POLICE DEPARTMENT GENERAL ORDERS
______ _____________________ ________
1002 - Evaluation of Full-Time Employees 2 is completed at six months and at the end of the probationary year for all full-time civilian
personnel .
Sworn personnel and Communication Officer I positions are on probation for 18 months before
being eligible for certification as permanent employees. Probationary police officers and
communications officers are evaluated daily during the field training or communications training
processes. Additionally, a performance evaluation is completed at six month s, twelve month s,
and at the end of the probation period.
1002.4.1 FULL TIME – PROMOTIONAL PROBATIONARY PERSONNEL
Sworn and Civilian personnel who are promoted to a classification with a greater maximum rate
of pay than the classification of original appointment shall be deemed a promotional probationary
employee and will commence a new probationary period on the effective date of the promotion.
The period of probation will be one year, and the employee will be evaluated at the six month and
twelve -month marks by their immediate supervisor or manager for progress and release from
probation.
1002.5 FULL TIME - PERMANENT STATUS PERSONNEL
Permanent employees are subject to two types of performance evaluations:
Regular : An Employee Performance Evaluation shall be completed once each year by the
employee’s immediate supervisor on the anniversary of the employee’s date of hire or the
anniversary of the last merit increase .
Special : A special evaluation may be completed any time the rater and the rater’s supervisor feel
one is necessary due to employee performance that is deemed less than standard. Generally, the
special evaluation will be the tool used to demonstrate those areas of performance deemed less
than standard when follow -up action is planned (action plan, remedial training, retraining, etc.).
The evaluation form and the attached documentation shall be submitted as one package.
1002.6 EVALUATION PROCESS
Evaluation reports will cover a specific period of time and should be based on documented
performance during that period. Evaluation reports will be completed by each employee’s
immediate supervisor. Other supervisors directly familiar with the employee’s performance during
the rating period should be consulted by the immediate supervisor for their input.
All sworn and civilian supervisory personnel shall attend an approved supervisory course that
includes training on the completion of performance evaluations within one year of the supervisory
appointment.
Each supervisor should discuss the tasks of the position, standards of performance expected and
the evaluation criteria with each employee at the beginning of the rating period. Supervisors
should document this discussion in the prescribed manner.
CATEGORY DATE ADO